Prepare your workforce planning
by finally seeing what AI changes in each job.
For CHROs negotiating strategic workforce planning (GEPP) in companies with 300 or more employees. Employee representatives want to know which jobs will change, and the data to answer them precisely is still missing. We help you gather that material, job by job, before you sit down at the negotiating table.
“Which jobs are going to disappear?”
First negotiation session. The union delegation asks the question right away. Answering “none” means losing your credibility in a year; staying vague lets worry take hold for the whole term of the agreement.
The subject can't wait any longer: since February 2, 2025, employers must ensure their staff have sufficient AI literacy (AI Act, Article 4). Your agreement needs to address it, with substance.
Show, job by job, what really changes.
AI doesn't replace jobs, it changes tasks. LaborIA, a program of the French Ministry of Labour and Inria, also recommends that HR identify the jobs that are “modified, created or automated”. The details in what the studies say.
Take accounts payable. AI matches invoices with purchase orders; the team handles discrepancies with it and spends the time returned advising other departments. LaborIA observed this shift of accountants toward an advisory role: that's the movement your agreement can support.
The skills gaining value are taking shape too. In the Stanford survey (2026), organizing and planning tops the skills where respondents consider humans essential, while data analysis, currently the best paid, ranks only 17th. An early signal, to follow in your agreement.
Sensitive, evolving and emerging jobs
The classification you use in workforce planning, finally backed up task by task.
The skills to develop
For each position, in order of priority. Your skills development plan takes shape, AI training included.
Pathways and time to reassign
The jobs each skill opens the door to, and the number of hours to reassign or devote to training.
« Until you can see the paths, you can't see when they get cut off. »
What HR leaders ask.
Do we have to assess people?
No. We work on jobs, never on people, and no personal data is needed.
How do we present the results to employee representatives?
As they are: the report is designed to be read by non-specialists. To go further: talking about AI with the works council and the AI Act and works council kit.
What about individual career paths?
They remain the work of your HR teams and managers, to whom the tool gives the map of pathways between jobs. See also career paths and talent pipeline.
Come to the negotiating table with facts.
In 30 minutes, you walk us through your negotiation calendar, we show you on a fictional company how the tool classifies jobs and spots pathways, and together we sketch what a pilot would bring to your agreement.
30 minutes on video with Skillberg, no commitment. No personal data required.
- LaborIA (French Ministry of Labour and Inria), Guide du déploiement de l'IA au travail [guide to deploying AI at work], March 2025, pp. 5 and 17
- LaborIA (French Ministry of Labour and Inria), Étude des impacts de l'IA sur le travail [study of AI's impacts on work], 2024 summary, p. 17
- Shao et al., Future of Work with AI Agents, Stanford University, arXiv v3, February 2026 (preprint; 1,500 US workers, 844 tasks), Table 8, p. 44
- Regulation (EU) 2024/1689, Article 4
- French Labor Code: negotiation on strategic workforce planning (GEPP) in companies and groups with at least 300 employees (Article L2242-2)